Inclusivity’s IOC (Integrated Organisational Change) approach
In our view, establishing a common language and set of processes for change (based on the neurosciences and mindfulness practices) is a key to success.
IOC is an integrated approach that addresses several primary questions in change:
- How is change initiated and lead?
- How is the change implemented in the organisation?
- How is the individual helped to process the change?
IOC therefore incorporates three elements:
- The Leadership Challenge
- The IOC programme
- Processing Personal Change (PPC)
The Leadership Challenge
The Challenge process is a carefully designed set of processes and interventions that provides a “space” in which the individual is able to discover and develop a range of personal leadership goals.
In essence, the process provides the opportunity for participants to become aware of choices they make that accelerate and obstruct personal growth and to then appropriately change the habits that underpin them.
The process is therefore based on the following universal model:
Accept habits that don’t serve
Acquire new concepts and practices
Examine personal values that underpin one’s character
Allow new habits to form
Recognise and acknowledge the new
In implementing this process a wide range of techniques and practices are used:
- experiential sessions
- neuroscience training
- coaching – individual and group
- group exercises
- challenge exercise
- reflective practices
- feedback sessions – individual and group
The process is designed to last for a period of approximately four months. Ideally it focuses on an intact team of participants (of not more than 15 people) who commit themselves to the ethics challenge and then become the advocates for and lead ethical thinking and behaviour for the wider organisation.
The IOC Programme
The programme centres on training and preparing a group of change agents to undertake change initiatives and projects in the organisation.
Inclusivity, together with the organisation, jointly develops a skills transfer plan. This will include selecting an appropriate team of change agent, undertake the training of change agents and then support the team as they develop and execute an implementation plan.
The broad process can be described as follows:
- Define the Change
- Plan the Change
- Mobilise for the Change
- Implement the Change
- Consolidate the Change
The advantage of the IOC programme is that the skills and experience gained will be available to the organisation for future change projects.
Processing Personal Change
This is a programme of equipping individuals in the organisation with a range of skills that will help them cope and process the changes that they personally face. Clearly this is no substitute for personal counselling and coaching where these are deemed necessary.
- Being mindful
- Being in the “Zone”
- Creative Interchange
- Dealing with stress
- Overcoming habits that don’t serve
Workshops of about 4 hours duration are run and encourage the voluntary participation by individuals facing change.